Find out how we will improve inclusivity by taking action to reduce gender pay gaps and create an equal pay framework.
How we aim to improve inclusivity
We aim to:
- drive forward the actions to create an equitable pay framework that will contribute to reduced pay gaps
- develop benefits and career progression criteria that are open, transparent and foster equality
- develop clear review processes and promotion criteria, job evaluation benchmarks and pay framework
- ensure the new policies are inclusive and support the creation of a work environment in which our diverse workforce has a sense of belonging and people feel able to be their authentic selves
- undertake this work to ensure staff feel valued for their contribution, and recognised for their success.
Measuring success
We will:
- improve the KPI of overall "engagement" (Staff Survey) year-on-year, reaching a target of being above comparator average by 2025
- make reductions in the gender pay gap annually and have an equitable transparent pay framework by 2024, in line with the Inclusive Sussex Strategy
- improve representation at senior level with regard to gender, ethnicity and disabled staff by 2025. Annual modelling will be undertaken and targets set.